Kendall L. Stewart, M.D.

It’s not what we say; it’s how we behave. All of us show up wanting to do more of what we feel like doing and less of what we don’t want to do. When leaders say one thing and do another, everyone notices and leadership credibility suffers. The hypocrisy of leaders is the reason that people use most often as an excuse to slack off. “If they don’t do it, why should I?” And they have a point.

1. Clarify your expectations for how you will interact with each other at work. No one is perfect and all of us will slip from time to time, but at least everyone will know what’s expected of them.

2. Confront violators. Ignoring obvious rule transgressions is worse than having no rules at all. Of course, confrontation is hard and no one wants to do it. That’s tough. It’s your job to confront others and to own up to your own shortcomings when your colleagues point them out.

3. Tell stories about changed behavior. If you confront each other, behavior will change. And such stories are among the most effective organizational motivators known. Find them and use them.

How have you clarified your behavioral expectations at work?